Podcasts about Retention

In today's episode of The Action and Ambition Podcast, we are joined with Alexandra McGroarty. She is a seasoned HR consultant with expertise in diversity, equity, inclusion, coaching, HR strategy, change management, and HR leadership. Alexandra is the Managing Partner and HR Consultant at McGroarty and Co. Consulting that focuses on HR and Business Consulting in areas such as HR Project Management, Workday, and Oracle Implementation, Interim HR Leadership, Coaching, DEI-B Training, and Strategy Build, Organizational Transformation, Change Management, and Change Communication work. Tune in to learn more on this!

Today on the show we have John Zeratsky, Co-Founder of Character, and the best-selling co-author of Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days.In this episode, we talked about John's time at Google Ventures, and how they helped hundreds of early-stage startups find product-market-fit using Design Sprints. John then talked about how they first came up with the idea for Design Sprints and why they followed on to develop the process further and productize it into a book.We then went over the different stages of a design sprint and discussed how using this model can help companies increase retention. As usual, I'm excited to hear what you think of this episode, and if you have any feedback, I would love to hear from you. You can email me directly on Andrew@churn.fm. Don't forget to follow us on Twitter.

Patient retention is important regardless of whether you are a chiropractor who mostly sees acute care patients, or you are a chiropractor with a practice full of wellness patients. Unfortunately, many chiropractors try to improve retention without first establishing solid retention goals. In this episode of the Rocket Chiropractic Podcast, I talk about the importance of establishing goals if you want to have better patient retention. Let's get into it!

“They don't leave the company. They leave the leader.” Lisa Chinatti shared these honest words of wisdom on today's episode of Team Builders. And she would know. Both she and Tom Toole have endured the pain of losing a large portion of their sales teams at one point in their careers, but they've each learned from that experience and emerged stronger as a result. I'm excited to welcome both Lisa and Tom to Team Builders for an honest conversation about all things recruiting, retention, and finding that delicate balance that keeps people happy and on your team. They had so much valuable insight to share, this is just part 1 of 2. Don't miss it!

If you are new here, we are in the middle of the Retention Roadmap Series.    Whether you are new to team building, or are struggling to keep your team happy at work, these episodes will give you practical tips to increase morale among your employees.  My hope is that all of you can build trusted teams who are willing to serve you for the long-haul.  Stick around to learn how encouragement helps employees stay loyal -- and why a lack there-of will send them to find a better opportunity. In today's episode, I want to discuss:  Why encouragement is so important to employee retention Three ways to be a more encouraging leader The power of finding out how your team likes to be encouraged How to use tools like automation to check-in and encourage your team more frequently Subscribe and Review Have you subscribed to my podcast? If the answer is no, I'd love for you to subscribe. Diary of a Doer is full of stories of business, some behind the scenes, and freaking amazing guests. If you're feeling really generous, I'd love for you to give me a review on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps me out a ton!

When the Alabama economy was soaring in February of 2020, the state's unemployment rate was very low. Today, though the pandemic and government assistance, it's nearly as low as it was then. What are employers who desperately need workers doing to find people? Where are the workers? Alabama Secretary of Labor Fitzgerald Washington gives us an update and discusses what employers can do. He'll be a panelist at an upcoming commercial real estate conference where he'll get into further detail. 

In this episode, Chris pulls in the experience of Idaho resident Rob Patuto of "The Stickbow Chronicles" podcast to talk about the future of Over–the–Counter (or OTC) hunting licenses. Recently, the State of Colorado changed two OTC archery elk hunting units into Limited Draw units due to excessive hunter pressure and declining hunter satisfaction in those areas, but it is far from an isolated move; over the years – and likely continuing into the future – "demand" for hunting opportunities has exceeded the "supply" when it comes to quality hunt experience and hunt satisfaction. With interest in archery hunting (and quality hunt experience in general)on the rise, Chris and Rob talk about the likely future – or imminent death – of OTC hunting licenses. Not surprisingly it turned into a GREAT discussion that included: – The history of Idaho's elk hunting, and Non–Resident license quota changes; – General OTC units turning into Limited Draw; – Wolves, and wolf management; – Hunter "Carrying Capacity"; and – New hunter value-sets, and a possible glimmer of hope for the future of "success" of R3 (Recruitment, Retention, and Reactivation)efforts.

QuickFS Link: https://quickfs.net/?via=focused​ Twitter: @Focusedcompound Email: info@focusedcompounding.com Focused Compounding is an exclusive, members-only site for buy and hold value investors. Inside, you will find research writeups written by hedge fund manager, Geoff Gannon. Experience all this in the company of investors who follow the principles of Buffett, Munger, and Fisher instead of the whims of the crowd. Please read our Disclaimer: https://focusedcompounding.com/discla

In der heutigen Episode bei #digitalgrowth nehmen du und ich uns gemeinsam die Zeit zum Jahresbeginn, um über wichtige Themen wie, Budgetierung, Akquiseziele und Produktziele zu sprechen. Dabei gehe ich auf einen weit verbreitenden Fehler im B2B ein: YouTube oder Facebook Ads Schalten, ohne vorher seinen idealen Kunden zu kennen. Dazu erkläre dir eine Methode, wie du den idealen Kunden, ganz ohne Paid Ads identifizieren kannst und auch wie du anschließend, den Outreach formulieren und gestalten solltest. Danach gehe ich darauf ein, wie du als B2C Unternehmen den ersten Schritt in Richtung Internationalisierung machen kannst. Dazu gebe dir auch einen Growth Hack mit. Zuletzt erzähle ich dir die Wichtigkeit von Retention und zeige dir eine Methode, wie du diese so hoch wie möglich halten kannst.

Today on the show we have Nash, founder, and CEO of Integry.In this episode, Nash shares the hardest part of starting a company straight out of school, and the perks of naive optimism when starting a company. We also discussed what is Integry and how the company was born, the impact of integrations on retention, and the main differences between B2C and B2B, when it comes to churn and retention. As usual, I'm excited to hear what you think of this episode, and if you have any feedback, I would love to hear from you. You can email me directly on Andrew@churn.fm. Don't forget to follow us on Twitter.

Are you an entrepreneur who's concerned about team turnover this upcoming year? Maybe you're wondering how you can slow down the rate of turnover or even eliminate it completely?  In today's episode, Shelli shows you how you can stand out in the competition and make data driven decisions when it comes to team retention. Shelli also gives tips on how you can improve your self-development and self-awareness to impact the overall team and how they feel about you as their CEO.  Listen to this episode to hear how you can make your existing team feel valued, seen and heard so you can improve your retention rate.  Click here to join the waitlist for Leadership Lab Submit Your Question for an “Ask Shelli How to Say It” Episode Click here for the links from this episode Connect with Shelli: Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter    This podcast was first published on BizChix.com/syt-194. Listen to our sister podcast, BizChix, on your app or at BizChix.com. 

Today, we're kicking off the four part Retention Roadmap Series. If you've got great longevity with your team, first off, kudos to you. There's still goodness in these episodes to keep things on track. But if you're struggling to build (or keep) a team -  today's episode has one goal:  to help you quickly build trust and gain momentum with your team.  Stick around for practical tips on how to make sure that your employees get & stay happy at work! In today's episode, I want to discuss:  Why Leaders neglect to give their assistants or teammates what they need to do their job well How to overcome your fear of letting go of control Why equipping your teammate helps with employee retention and puts you back in the visionary seat Subscribe and Review Have you subscribed to my podcast? If the answer is no, I'd love for you to subscribe. Diary of a Doer is full of stories of business, some behind the scenes, and freaking amazing guests. If you're feeling really generous, I'd love for you to give me a review on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps me out a ton!

Threaded Fastener's culture is a retention tool. Billy Duren is the company president and Chief Motivational Officer. When asked about the company, Billy spends more time describing the culture than the products. Hear how the former company leaders chose an ESOP for the company as they retired and how Billy works to perpetuate the culture day-in and day-out. 

Driver recruitement and retention were a big issue in 2021. It is likely to be no different in 2022.Dan Johnston, co-founder and CEO of WorkStep, joins host John Kingston on the Drilling Deep podcast to discuss his company's software-based approach to recruitment and retention. He has pretty blunt words for the efforts that have gone on otherwise in that field; his argument is that they all pretty much failed in 2021.Also on the podcast, Kingston talks about how the current price increase is in defiance of what all the supply/demand models said should occur at the start of 2022. Even if there's an imbalance, the market isn't accepting it.Follow Drilling Deep on Apple PodcastsFollow Drilling Deep on SpotifyMore FreightWaves Podcasts

In this episode of Articles On-The-Go, Hank Balch considers why employee retention may not be the best metric for measuring your department's success:  -- "One of the unfortunate things that employee retention encourages is keeping the status quo in place. This metric or measurement does not account for the many good reasons that a department may experience a high degree of employee turnover. Here are five of the most persuasive examples of when and how low employee retention numbers are something to celebrate..." #sterileprocessing #wefightdirty

The client/member journey. Helping people lead better lives. Leadership and relationship-building.All of the above and more are key for building a healthy community with healthy community members — and Tres Kennedy is doing just that in two places: Move Church, where he serves as a pastor, and CrossFit Wotown, the gym he owns with his wife Erin.Here, he shares some of the lessons he's learned apply to both his flocks.Links:CrossFit WotownMove ChurchGym Owners UnitedTimeline:00:48 – Planting a church and starting a gym.3:57 – The member journey: surprising similarities.6:11 – Taking Two-Brain to church.8:12 – Breaking barriers.10:08 – Identifying drop-off points and taking action.12:02 – Taking self-improvement beyond the workout.16:24 – What being a pastor has taught Tres about entrepreneurship.21:19 – “People don't care about how much you know until they know how much you care.”23:01 – Retention, self-worth and cynicism.25:47 – The critical thing gym owners must know to build tight-knit community.29:29 – Gym owners: your homework.

Welcome to "Beauty and the Biz", where we talk about the business and marketing side of plastic surgery, and how the wrong hires are killing your practice. I'm your host, Catherine Maley, author of "Your aesthetic practice - What your patients are saying", and consultant to plastic surgeons to get them more patients and profits. LEARN MORE ➡️ https://bit.ly/3ykNLEa     ⬇️. ⬇️. ⬇️. The Wrong Hires are Killing Your Practice When things are NOT going as well as you like, there is a tendency to focus on getting more patients, hoping that will solve your problems. So you throw more money at advertising to attract new patients expecting that to fix everything. But does it? 9 out of 10 times, you discover it is not the marketing holding you back. Or your pricing. Or the competition. It's the team you have in place. There is a chance you have the right people, but they don't have the training to be revenue-producing rock stars. Or, you have the wrong team member (s) that are never going to step up to the plate and be where you need them to be for you to grow to the level you expect. Instead of addressing this personnel problem head on and dealing with it, it's easier to hope the problem resolves itself so you ignore the warning signs because you are already too busy running your practice to open up THIS can of worms. But now the problem starts to fester when you ignore it… There is increasing discourse with the other team members who start complaining about someone not pulling their weight; You can feel the tension among the team members and so can your patients, Important protocol is not being followed that could jeopardize patient care, Your patients are complaining about the service they are getting (or not getting) or worse, Your accountant says the numbers are suspiciously off. These are indicators that it's Time for a Staff Change Awareness is the first step. No matter how much you may like someone personally, if they are not a good fit, a change needs to happen. Once you acknowledge that, you can fix it. You can no longer ignore this issue. It's time to “free” that bad egg on your staff so they can work somewhere else where they are a better fit. You now have the opportunity to hire the revenue-generating rock star you have dreamed about but weren't sure how to identify …..until now. Staff salaries can consume 25%-50% of your operating costs so the goal is to get much more than that back in terms of productivity and results. A-level talent makes the difference between a practice just getting by and an exceptional practice that stands out from the others. So, Here are 3 ways to Hire A-Players: 1)Hire Character Backed by Skill This is huge. Instead of hiring people and spending a ton of time and effort training them to be hard-working, loyal, passionate, team player and consistent, you hire people who are ALREADY hard-working, loyal, passionate, team-player and consistent. See the difference? A-Players come packaged with the right mindset so you don't spend extra time or money motivating them. They are motivated already to show up and do the job to the best of their ability. 2.Become What You Want Come up with a list of attributes you want in a hire. Examples include:  integrity, passion, discipline, self-starter, caring, results-oriented, process-driven, resourceful, pleasant demeanor and so on. This will help you more clearly see those attributes in people who interview with you. But here's the tough part – BE those attributes you want. Be the role model A-Players can look up to since you have set such a good example. A-Players want to work for an A-Player who challenges them and gives them opportunities to grow financially as well as mentally into a better person than they are now. 3)Use The Rule of 3 Some people are very good interviewees but they underwhelm you once they are on the job.  For example, they bragged how good they are with technology and with people, yet you find they struggle to open excel and end up being curt with your patients. To avoid that, follow the rule of 3: Interview at least 3 different people for the job By 3 different people on your team At 3 different times of the day The A-Player will become obvious when you compare them to others and the B and C players will show their true character  with so many points of contact. This takes longer but it saves you so much time and money down the road so it's well worth the process. And 4)Pay for A-Players Just like you tell price-shopping patients they get what they pay for, we can use the same mindset here. When you pay extra for A-Players,  you know this is money well spent because these top producers end up being free since they are consistent. These quality team players always out-produce their salary and bring you opportunities to grow with less stress, liability and hassle. But don't overpay on the hire. Let them prove themselves first. I recommend you pay just a bit more than your competitors and then offer benefits, as well as add on other perks to make it even more attractive such as flexible or virtual work time, personal time off, free training, free or discounted non-sx treatments, employee discounts on skincare products, monthly fun staff events, annual bonus paid on productivity and so on. Conclusion If you are struggling to find great people to join your team, please reconsider your process for finding them, what you are looking for and how you pay them. I will close this with a quote from Jack Welch, Voted one of the best CEOs of our time who ran General Electric and this is what he said: Business is a game, and as with all games, the team that puts the best people on the field and gets them playing  together wins. It's that simple.   If you want to talk more about your specific situation, just leave me a message at https://www.CatherineMaley.com, or DM me on Instagram at https://www.instagram.com/CatherineMaleyMBA.

On today's episode Brian and Kara are joined by members of the Sullivan County (NY) Recruitment and Retention Task Force.In early spring of 2021, the Sullivan County Bureau of Fire created the recruitment and retention task force Their mission is twofold - inspire more of our friends and neighbors to join the fire service and to ensure the success of our current members. Learn how the task force is promoting the volunteer fire service by hosting in-person outreach at public events, utilizing social media to reach new audiences, and working with school officials about how best to inspire young people towards a life of service. The task force is also doing its part to educate current fire service leaders on how to improve their current recruitment/retention efforts and mentorship programs. Our Guests:John Hauschild - Sullivan County Fire Coordinator and Past ChiefJill Holland - Firefighter and Commissioner Brendon Cunningham - Past Chief and CommissionerChris Ramirez - Firefighter, Professional Photographer and Cinematographer About our hosts:Brian Soller has been an active volunteer for the last 30+ years.  He currently serves as assistant chief of the Rock Hill Fire Department and for the past 17 years has been a New York state fire instructor assigned to Sullivan County, NY.  Soller also served as chief of the Rock Hill Fire Department from 2018 - 2020 and chief of the Monticello Fire Department from 2001-2002.Soller has also been a New York State emergency medical technician for the last 25+ years. He speaks extensively on the promotion of professionalism in the volunteer fire service through his podcast and YouTube channel. Follow us on social @professional.brotherhood @chiefsollerOn the web at professionalbrotherhood.comSend future episode suggestions or comments on past episodes to professionalvff@gmail.com.Interested in being a guest on the show?  Please email professionalvff@gmail.com.Kara Judd, is a six year member of the Cazenovia Fire Department where she currently serves as a Lieutenant and Emergency Medical Technician. Kara is also a certified Critical Incident Stress Debriefer as well as an AFAA certified fitness instructor and the owner of Saint Florian Fitness. Her full time career is at the Upstate Medical Hospital in Syracuse, NY where she is a Juvenile Fire Setter Intervention Specialist and Burn Prevention Outreach Educator.On social @st.florianfitness

In this episode, Kris Rudeegraap, the co-founder and CEO of Sendoso, shares his insights on two super interesting connected topics – team selling and customer retention. He talks about: --> What is a go-to-market (GTM) fit, and why does Sendoso prioritize GTM fit over product-market fit? --> What is team selling? How it works, and what's the infrastructure needed for it? --> Can startups and SMBs practice team selling? --> 3 major changes that Sendoso made over the years to improve customer retention (their net dollar retention is 120%) --> Sendoso's customer success team structure, and specifically the role of CX Ops in customer success --> What's the right time to expand the customer success team into specific roles and a lot more...

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Patricia Karam and Kasia Jakarsezian about creative new tactics for HR & Retention in the new year. See the video here: https://youtu.be/9xfH7mIKTxs. As the CEO & Founder of Atlanta-based Mission Recruit, Patricia Karam (https://www.linkedin.com/in/patriciaekaram/) is driving force introducing human design to corporate America. With more than a decade of experience working with Fortune 500 companies nationwide, she launched Mission Recruit with the vision of delivering best-in-class services by combining the sophistication of a large recruiting company with the heart and personalization of a smaller staffing agency. Her extensive background in the industry started with a corporate recruiting career with a global leader in the IT staffing industry before transitioning to national staffing, as well as positions in strategy and philanthropy. Her strong entrepreneurial spirit is a result of her parents' influence, immigrants from the Philippines, who taught her life's most important lessons – and above all – the significance of giving back.  As an HR leader, Kasia Jakarsezian (https://www.linkedin.com/in/kasiajakarsezian/) has more than a decade of experience building and scaling teams in the retail and hospitality industries. Most recently, her focus has been on team development and workplace culture. She believes the modern workplace should highlight our human connection by placing the greatest emphasis on employees' individual talents, strengths and skills. When managers effectively implement this approach, Kasia has witnessed remarkable results unfold for individuals and entire teams. Kasia's heart-centered leadership approach is proven to increase overall productivity, improve P&Ls, increase retention and reduce turnover. By incorporating these principles of “Human Design” – Kasia has partnered with corporate leaders and entrepreneurs nationwide to usher in a powerful new paradigm of leadership and workplace culture. Please leave a review: https://podcasts.apple.com/us/podcast/human-capital-innovations-hci-podcast/id1512885190. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/  Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/  Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/  Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/  Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/  Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/ --- Support this podcast: https://anchor.fm/hcipodcast/support

Today, on New Year's Day, we have with us Brian Warren Jr., the Chief Executive Officer of Sigma Phi Epsilon Fraternity. SigEp is a valued partner in higher education that delivers a premier student experience. Brian is responsible for leading the Headquarters staff in implementing SigEp's strategic plan. He works with the National Board, SigEp National Housing and Education Foundation trustees to ensure SigEp is meeting its goals and providing the best possible experience for its brothers. Brian also collaborates with other organizations and their leadership to help advance the entire fraternity and sorority community. In episode number 200 of the Fraternity Foodie Podcast, we find out why the University of Virginia was the right university for Brian, what was special about the Virginia Eta chapter of Sigma Phi Epsilon Fraternity that made him want to join, how SigEp's Learning Communities are different from the traditional fraternity experience, how the fraternity/sorority community can help prevent sexual assaults and hazing on college campuses, what we can do to strengthen the relationship between the headquarters and our host institutions, how the Balanced Man Program became the gold standard in our industry, how we can revolutionize how fraternity is done despite the some members of the organization wanting to stay true to "the way we've always done it", how SigEp builds a culture of giving, and more about recruitment and retention during the pandemic. Enjoy!

In this episode, I discuss how to own the customer experience and beat your competition in 2022. 1.  People are the priority   2.  Work through supply chain issues   3.  Make customers feel a familiar experience   4.  Shore up your digital accessibility    5.  Take action, don't just talk about it   It's time for the great service comeback!   Tony Johnson is a Customer Experience Expert, Keynote Speaker, and Author with a wide background including decades in retail and restaurants.  He regularly speaks and coaches organizations to IGNITE THEIR SERVICE using his common sense approach to Customer engagement.  Tony has spoken to government agencies and Fortune 500 companies to unlock their amazing capacity for excellence.   Tony Johnson Customer Service Expert | Author | Trainer | Speaker   Check out my FREE Resources and Training Tools: Web: https://www.igniteyourservice.com/ YouTube: https://www.youtube.com/c/RecipeforserviceNet Twitter:  https://twitter.com/ServiceRecipe Instagram: https://www.instagram.com/recipeforservice/ Tik Tok:  https://vm.tiktok.com/owrTbL/ Facebook:  https://www.facebook.com/tonyjohnsoncx/   Music: http://www.bensound.com

Today's episode of the AEC Leadership Today podcast features Heather Calvert, Chief Operating Officer at Core Consultants. Our topic is “returnship” – a new and innovative way to expand, deepen, and diversify our talent recruitment and retention pipeline. The post Episode 076: Deepening and Diversifying Our Talent Recruitment and Retention Through “Returnships” appeared first on ActionsProve, LLC.

Not only are church members shuffling during this season but so are church staff. Almost every church will lose some people and some staff, but you can minimize the impact. A new focus on retention is necessary. On this episode, Josh and Sam discuss how you can keep your people during the great reshuffling. Episode Sponsor: On March 22-24, experienced ministry leaders from around the country will gather on the campus of Southwestern Seminary in Fort Worth, Texas, to explore how God's church can thrive in this ever-changing ministry context. Founded on an unyielding commitment to biblical truth, built by expert practitioners, and designed to encourage and equip God's people in every area of ministry, this gathering is a place where you can be empowered to live your calling, wherever God has called you. So join us in Fort Worth, Texas, on March 22-24, and learn more at swbts.edu/ministrynow2022.

Markets are nearing record highs, despite surging Covid cases and fresh lockdowns across China & Europe. We'll speak with one economist about why he's unwaveringly optimistic about the future. Plus, it's been a tough go for Robinhood, on pace for its worst month ever. We'll speak with Wall Street's most bullish analyst about why he's sticking with it. And, in today's Rapid Fire: Tesla's safety recall, a chipmaker China warning and the return of the buyback.

Welcome to "Beauty and the Biz", where we talk about the business and marketing side of plastic surgery, and Today's Cosmetic Practice Growth Funnel. I'm your host, Catherine Maley, author of "Your aesthetic practice - What your patients are saying", and consultant to plastic surgeons to get them more patients and profits. LEARN MORE ➡️ https://bit.ly/3ykNLEa     ⬇️. ⬇️. ⬇️. Aesthetic Authority Article Today's Cosmetic Practice Growth Funnel Saying that “times have changed” would be a massive understatement when referring to growing a cosmetic practice in today's marketplace. To make sense of it, it helps to understand the structure and stages of an industry so you can then adapt to it. This should help…. The Life Cycle of the Plastic Surgery Industry Every industry goes through stages of introduction, growth, maturity and decline. Why? For lots of reasons but the biggest one is because society and its consumers accept products & services at different rates. As society begins to adopt and accept an innovation, the demand for new services grows and eventually reaches maturity. But a lot happens between these stages.   Introduction Stage   It used to be straight forward to grow a cosmetic practice just one generation ago. Cosmetic surgery was still a taboo topic and only for celebrities and consumers of high worth value. The demand for cosmetic surgery was limited and so were the number of service providers.   Most of the service providers were plastic surgeons who did a lot of reconstructive surgery and wanted to spread their wings to the cash side of medicine. Advertising was minimal and consisted of a few surgeons investing in mass advertising via TV, radio and print ads that centered on the surgeon's status. Prospective patients looked up to the surgeons and, most often, went with the surgeons' recommendations since they were regarded as the expert. When prospective patients called the office, it was to book a consultation with the surgeon. They more often than not, showed up for their appointment and conversions were fairly straight-forward. This worked well. There were few plastic surgeons to choose from and they enjoyed regal status.   Growth Stage   As society accepted plastic surgery more (thanks to the media who report on it and the Kardashians who partake in it…a lot), consumer demand increased dramatically. The growth in demand for cosmetic rejuvenation, coupled with exciting technological advancements, opened the industry up to an increase in consumers, but also to an increase of service providers. You longer needed to be a board-certified plastic surgeon to offer cash-based cosmetic medicine. Any MD could open a med spa and provide convenience and service for cash-based, non-surgical procedures that fill the need for consumers not ready for surgery. Then, as government regulations deterred medical providers from practicing insurance-based medicine due to low reimbursement and high cost and hassle of reimbursement, that supply of cash-based service providers increased even more. Once there is a proven consumer demand for cosmetic rejuvenation, big business and pharma also jumps in and creates more solutions for the service providers to offer to consumers. And, all of that increases the competition dramatically. The consumer demand continues to increase even more and includes new types of consumers (men and the younger population), as well as geographic opportunities so the future looks promising. But all of this leads to commoditization in the aesthetic industry. As the competition enters the market, they offer aesthetic services at lower prices. They almost have to since they don't enjoy status and need to enter the marketplace to attract new cosmetic patients somehow. This creates a downward sloping demand curve that reflects the willingness of consumers to purchase more of the commodity at lower price levels. Now, consumers have a plethora of solutions at a range of prices to choose from. This forces plastic surgeons to either lower their prices to compete or add more value to justify the higher prices. Adding value includes creating an image and brand to position the practice in a crowded marketplace, as a high-end service provider offering better quality of results, excellent customer service, an upscale experience and so on. Maturity Stage With so many service providers and many more manufacturers offering countless solutions to address the concerns of the cosmetic patients, the competition for new cosmetic patients becomes fierce. Although total sales continue to grow during the first part of the maturity stage, the increased competition causes profits to peak at the end of the growth stage and beginning of the maturity stage. Profits then decline during the remainder of the maturity stage because even though many consumers are buying, they are buying on price more often than value. Here is the point….In the growth stage, even inefficient practices make money. However, only the best run practices survive in the maturity stage. Less efficient practices struggle to generate positive cash flow in an uber competitive environment because they are not able to spend enough to attract enough patients to generate positive cash flow, so they get weeded out. Cosmetic practices have to be able to balance their advertising costs and overhead expenses to keep a steady stream of patients coming to them without going broke. Here is the solution to survive in a maturing marketplace… The trick to staying in the game is to leverage your assets so you get more value from the costs you already occurred. And, to become more efficient so you make more revenues using less resources. The practices who do this best win. The weakest practices don't because they cannot afford to operate profitably and compete at the same time on price. How do you do that? Rather than compete on price, compete on friendly customer service, efficient processes, technology to save time and relationship-building. Invest in the best staff you can afford and train them on customer service and converting. Their quality of work, great attitude and excellent converting skills will make you money. Increase the value of every patient by developing a relationship with them so they return for other services, consent to their photos being taken, refer their friends and give you a 5-star review so other prospective patients also see you as the best choice. Turn your current patients into your unpaid sales ambassadors who grow your practice organically by sharing you with their friends and followers on social media. All of your leverage is with your #1 asset and that is your patient list of consumers who chose you once and they will choose you again and bring their friends with them if you focus on them. You already spent the time, money and effort in attracting them to you. They will grow your practice for you if you let them….for free. This means you redirect some of your advertising costs to training your staff and nurturing your current patients. So, now, you are growing internally and externally and that's how you survive and thrive in today's marketplace. =========================== Catherine Maley, MBA is a cosmetic practice consultant, speaker, trainer, blogger and podcaster. Her popular book, Your Aesthetic Practice/What Your Patients Are Saying is read and studied by plastic surgeons and their staff all over the world. She and her team specialize in growing plastic surgery practices using creative patient attraction, conversion, follow up and retention strategies as well as staff training to turn team members into converting rock stars. If you want to talk more about your specific situation, just leave me a message at https://www.CatherineMaley.com, or DM me on Instagram at https://www.instagram.com/CatherineMaleyMBA.

Optimize Healthcare LLC relaunches its highly popular Day Zero Blueprint Program! Learn how to eliminate the inefficiencies in your healthcare practice and transform your team into a highly functional organization. Learn more at https://www.dayzeroblueprint.com (https://www.dayzeroblueprint.com)

Craig Jackman Is the CEO of Paragon IT professionals, who is a tech recruiting and contract outsourcing firm. That means Craig is in the middle of the great resignation, and all of the tech employee issues in today's market. We talked a lot about Paragon's differentiation, which is interesting, but we talked about something every company leader needs to be aware of: the many hidden costs of replacing an employee, and all of the "thousand cuts" inflicted by poor leadership. What a great episode if you want to develop your skills in understanding the upstream and downstream value impacts a single value proposition can spawn. Learn more about your ad choices. Visit megaphone.fm/adchoices

Why is the buzzword for 2022 “retention marketing”? How is the play-to-earn model going to grow next year?Cross promotions are on the rise. Will the move to self-publishing be worth it?We are here with the final episode of the Mobile Growth Crystal Ball series. Today we have Peggy Anne Salz (Mobile Groove) going into retention marketing, Keith Kawahata (AppLovin) who tells us about the play-to-earn model in games, Cameron Thom (Adikteev) who shares his thoughts on cross promotion and Jon Hook (BoomHits) bringing to the table his take on developers self-publishing their games.KEY HIGHLIGHTS

Welcome to "Beauty and the Biz", where we talk about the business and marketing side of plastic surgery, and the takeaways from the top 5 podcasts of 2021. I'm your host, Catherine Maley, author of "Your aesthetic practice - What your patients are saying", and consultant to plastic surgeons to get them more patients and profits. LEARN MORE ➡️ https://bit.ly/3ykNLEa     ⬇️. ⬇️. ⬇️. Takeaways from the Top 5 Podcasts of 2021 Intro This episode is called Take-a-Ways from the Top 5 Podcasts of 2021 Another year is coming to an end and so is the Beauty and the Biz podcast. Since I do a weekly podcast, I reviewed the list of this year's podcasts and recapped strategies from the 5 most popular topics that you may want to consider for 2022. And here they are…drumroll please… 1. How to grow a selleable practice The objective is to set up your cosmetic surgical practice as a business so it's more predictable and profitable. That way, it's more enjoyable to go to every day, and it's  more attractive to other surgeons to buy when you're ready to exit. But, you have a challenge that keeps you from winning in the long run. As a surgeon, you were programmed to think in a certain fixed way. You had to think that way to become a great surgeon. However, that thinking is the opposite of how a businessperson thinks. In a cosmetic practice, you, the surgeon, are the technician of the surgery, so you focus on that because you're good at it and that's what you know. However, does that make for a sellable asset when you're ready to retire? Probably not, so you either have to work until you're ready to close the doors and get nothing back for your efforts, or you can set your practice up to make a profitable exit and enjoy your retirement by using these strategies: The first one is Mindset: Shift your thinking from a surgeon to a businessperson and “Operate your practice like it's for sale”. Then regularly ask yourself, “If I wanted to sell my practice tomorrow, what would I need to improve to get the most value for it?”   When I interview surgeons on this Podcast and we talk about them buying another surgeon's practice, the #1 value component they are looking for is a ready-made income stream. Because Buyers are looking for a practice's ability to generate cash with a degree of predictability and certainty. That's why it's difficult to value the surgical side of your practice. If you have been practicing with a “one and done” mindset, you're not developing much of a bond with your patients because it's such a short-term relationship. And, to keep your surgical side busy, you have to market and advertise to attract new surgical patients and that increases your overhead costs so other surgeons have to look at not just your revenues but also your overhead to make those revenues happen. Other surgeons know there's no certainty that those surgical patients will come back for more surgery or come back soon enough or often enough. However, if you can show a prospective buyer: Predictable revenues they can count on month after month that don't include YOU an increase in the lifetime value of your current cosmetic patients And how you generate more referrals and reviews organically while differentiating your practice from all the others, That's interesting AND valuable. Because now you have a predictable, systematic cosmetic revenue stream profit center that works without you and could easily be handed off to another surgeon. You do that by building up the non-surgical aspect of your practice. 2. Hiring the Right Patient Coordinator The difference between a 25% and 65% conversion rate is many, many thousands of dollars. It can also be the difference between a 6- or 7- or even 8-figure cosmetic practice. It's a game changer when you have a patient coordinator who knows how to convert so this position cannot be taken lightly. Converting consultations is an art and trained skill. It takes the right strategies, knowledge and then lots of practice to get good at confidently taking a “stranger prospect” to a paying cosmetic patient. So here are the traits a great patient coordinator must possess to ensure you have the right person representing you: For starters, the most successful patient coordinator looks, acts, and feels the part. So, Let's start with looks. This does not mean your coordinator needs to be gorgeous. This means they need to be likeable, presentable and congruent with the high standards you set for the practice because they have to connect with the public who will look to your coordinator as a role model for looking good and feeling confidant. The most successful patient coordinator has the right mindset. They believe in plastic surgery. They see how much it enhances the lives of your patients. They genuinely like working with prospective patients. They care about a prospective patient as a person and truly want to help them solve a problem they believe they have. They are not “selling”. They are serving your patients. They believe they are providing a valuable service to prospective patients who need guidance. They believe in the surgeon(s) they are representing, and they also believe in cosmetic rejuvenation as a gateway to personal self-fulfillment and happiness. A great patient coordinator does all they can to help the prospective patient get to a yes and they persevere in the face of resistance, because they don't see resistance as rejection. They see it as an opportunity to clear up the confusion on the patient's side, so they get to a yes and reach their ultimate goal which is to be happy and confident with their appearance. The most successful patient coordinator believes in themselves. They have an inner drive to do their best. They like a challenge and they like to succeed. They have a competitive edge so they hold themselves to a higher standard than most. They have the confidence it takes to win in this position because they believe in you, the surgeon and the results the patient will get when they say YES. That means they're not afraid to ask the patient tough questions for fear of being viewed as “pushy” and then they professionally ask for a decision when the time is right because they want to give the patients what they want and they also want to win. The most successful patient coordinator puts anxious prospective patients at ease so they open up and articulate what they want, why they want it and what it will take for the prospective patient to say YES. They reassure the patient they are in the right place and will be happy with their result once they decide to move forward with you. They have the people skills to make a prospective patient comfortable and trusting enough to make a decision to have their cosmetic procedure with you. They know how to stay focused on the patient's wants, fears, objections so they can artfully address the issues in the patient's mind that are stopping them from moving forward. This is the difference between an okay coordinator and a converting rock star. This takes confidence, courage and well thought out strategies to convert a prospective patient to a paid surgical procedure. 3. Attract affluent patients A common complaint I hear from plastic surgeons and their staff is their plastic surgery patients are so price-focused and ask them one thing: “How much is it …?” Or, during their consultation, they attempt to negotiate by telling you they can get the same thing cheaper from your competitors. So how do you respond to that? You DECIDE you no longer want cheap cosmetic patients so you no longer cater to them. You decide to attract a better quality patient by stepping up your game so you attract the patients who care more about your skill, expertise and reputation than they do about saving money. Here's the secret: Be, act and market as a higher-end practice does to attract affluent patients. Details count since the patient is looking for clues to justify spending more with you than your discounting competitors. That includes the quality of: Your standards for how your practice is run Your well-orchestrated & consistent processes Your updated Website Your excellent results shown in your photo gallery Your social media platforms showing off your skills as a surgeon, leader, speaker, chef, etc. Your PR efforts and pro-bono activities Your receptionist's friendly phone voice Your office location and furnishings Your positive online reviews Your videos on YouTube Your 5-star service mentality so the patient feels special throughout their experience with you and so on. This is how to Attract Affluent Cosmetic Patients because the further up the food chain you go – the less “needs driven” these patients are. It's all about what they WANT to do – not what they NEED to do. So they think differently than the cheap patients. They are are not buying by price and value. It's more about the intangibles and what this procedure means to them that is driving their decision. Affluent patients pay more because doing so makes them feel more like the person they either wish they were or envision themselves to be. At this level, you are hardly talking about the surgery. It's the intangibles of the surgery that attracts the affluent patients to you. The affluent patients are looking for superior service providers….even if it's based on perception. They believe they deserve the best, so they want the best because this group will pay a lot more to buy certainty. So, knowing this, what makes price disappear from the equation and YOU the only choice for affluent patients? The answer is YOU.  You stand out from the crowd by doing what others won't do or can't do. For example, Be The Expert. The affluent patient wants to go to the BEST so specialize in one procedure. Write a book about it. Make YouTube videos about it. Be interviewed explaining your unique approach to this procedure. Do 10x more of this procedure than the average surgeon does. Show off tons of transformational before/after photos of this procedure and encourage your patients to show off their own results on social media. The point is after enough communication, familiarity, reinforcement and social proof, the affluent patients now have sufficient trust in you to choose you as their go-to plastic surgeon. 4. Prevent problem patients As a cosmetic surgeon, you get all the risk when dealing with the cosmetic patient. You hope the prospective patient is hearing you when you say: “I can't make it perfect, but I can make it a lot better.” The good news is most of your patients are friendly, reasonable, and realistic. But the few patients who aren't, can wreak havoc with your reputation and mental health. What can trip you up are your own emotions during the consultation process. The two major ones being ego and greed. It can be difficult to say no to prospective patients who want to give you money. That's completely understandable. Same thing with your ego. It's so much easier during the consultation process to ignore your gut telling you to beware than to say no. When interviewing surgeons about problem patients, they repeatedly say, “I knew there were red flags, but I thought I could manage them.” I suggest you and your staff come up with a Red Flags Checklist that becomes protocol so if you can check any of the boxes, you DO NOT move forward. This helps take the emotion out of it. However, you can still end up with a post-op patient who is not happy. It happens so I suggest the following steps: First, listen without interrupting. Sometimes it's just a complaint the patient wants to share with you, get off their chest and move on. Acknowledge without getting defensive. Offer a sincere apology for how they feel. Not for any wrongdoing on your part, but you are sorry they are not happy. Ask Questions to figure out how serious the situation is. You are looking for WHY they feel the way they do and what it is they want from you. They may surprise you and have a simple request that would satisfy them. And lastly, Do Something! Make it right! Don't just promise to make it right, actually take a proactive step in the right direction. Offer solutions such as cortisone shots, lymphatic massage, a touch up in the office, comp your fees or discount OR fees to go back into surgery. Then thank them for being reasonable and working with you to rectify the situation.       And lastly, #5 of the top 5 posts this year is 5. What google said about attracting plastic surgery patients Organic reach and advertising results have decreased significantly and that's making it a whole lot more difficult and expensive for you to attract new patients. And I'm thinking, if plastic surgeons can't market and advertise to consumers, how the heck are you supposed to grow your practice? To find the answer for you, I did what I always do… I googled it and here are the 6 ways google says you should grow your practice: 1. Get more google reviews but google wants the reviews to provide useful, constructive feedback that is detailed, specific and honest. 2. Enhance your online image Update your website, be sure it's mobile friendly and Include social media buttons so patients get to know you better and you can show off your skill with lots of before/after photos and videos of FAQs for each procedure. Also, add fresh, updated content to as many different platforms as possible to increase your footprint on the Internet. 3. Don't Miss Out on the Social Media Platforms You may not understand or care about social media or you don't want to put in the time, but it's become a must-have patient attraction channel. I recommend you assign a staff person or hire someone specifically to follow you around with an iphone or ipad and record you doing “the day in the life of a plastic surgeon”. Your staff can then turn the footage into interesting content on different platforms. 4. Positive or negative…..respond to reviews You are bound to get some bad reviews. It's just the cost of doing business with consumers. Your best approach is to respond quickly, stay professional and apologize for the situation (not for your work) and offer to talk it over since your overall goal is patient satisfaction. 5. Train your staff Your staff will make or break your practice so please get the right people on the bus, get them in the right seats, give them the training they need to succeed and then hold them accountable. For example, Your receptionist must have the skills to Present YOU as the BEST choice for the caller who has many options; To Answer the question, “How much is it?” so the caller can move forward to booking the appointment; as well as to Convert the caller to a booked appointment! And Your coordinator must have the skills to: Understand the patient's true wants and needs and How to handle a patient who wants to negotiate and How to professionally convert a consultation to a paid procedure These 2 pivotal points in the patient experience make up HALF of your revenues. Please be sure your staff is professionally trained to convert callers and consults. And the 6th way to get more patients per google is to …. 6. Build strong relations with existing patients and Referrals will follow. It changes everything when you have a “patients for life” mindset. When you see your patients as friends and family and treat them with respect, they grow your practice for you. As Maya Angelo says, “They won't remember what you told them. They won't remember what you showed them. But they WILL remember how you made them feel!"   Please make your patients feel important, wanted and appreciated. These happy patients will be your patients for decades and return for more as the aging process continues. They will refer their family members and friends who will then refer their family members and friends and so on and so on so your practice grows organically with preferred patients you want. If you want to talk more about your specific situation, just leave me a message at: https://www.CatherineMaley.com ...Or DM me on Instagram at: https://www.instagram.com/CatherineMaleyMBA

Today, I'm talking about customer retention. I'm not perfect at it by any means, but I do have customers that have been buying off me clear back even before there was a commercial internet, which makes it more than twenty eight years. So I think I might have a little bit of stuff to tell you here and on a webinar. Screw The Commute Podcast Show Notes Episode 533 How To Automate Your Business - https://screwthecommute.com/automatefree/ Internet Marketing Training Center - https://imtcva.org/ Higher Education Webinar – https://screwthecommute.com/webinars See Tom's Stuff – https://linktr.ee/antionandassociates 03:08 Tom's introduction to Customer Retention 05:25 What can I do to make it up to you? 06:55 "Modern Customer Retention" manual and human connections 14:16 Retention is a practice that ensures survival 17:14 80% of your revenue is from 20% of your customers 18:43 Sponsor message Entrepreneurial Resources Mentioned in This Podcast Higher Education Webinar - https://screwthecommute.com/webinars Screw The Commute - https://screwthecommute.com/ Screw The Commute Podcast App - https://screwthecommute.com/app/ College Ripoff Quiz - https://imtcva.org/quiz Know a young person for our Youth Episode Series? Send an email to Tom! - orders@antion.com Have a Roku box? Find Tom's Public Speaking Channel there! - https://channelstore.roku.com/details/267358/the-public-speaking-channel How To Automate Your Business - https://screwthecommute.com/automatefree/ Internet Marketing Retreat and Joint Venture Program - https://greatinternetmarketingtraining.com/ KickStartCart - http://www.kickstartcart.com/ Copywriting901 - https://copywriting901.com/ Disabilities Page - https://imtcva.org/disabilities/ Triple Whammy Sale - https://screwthecommute.com/triplewhammy/ Forbes article - https://www.forbes.com/sites/theyec/2016/01/07/why-going-above-and-beyond-in-business-makes-all-the-difference Retention Guide for Modern Marketers - https://info.braze.com/2020-Retention-Guide-For-Modern-Marketers.html Loyalty Rewards Programs - https://www.zendesk.com/blog/loyalty-rewards/ Email Tom: Tom@ScrewTheCommute.com Internet Marketing Training Center - https://imtcva.org/ Related Episodes Improvement Over the Holidays - https://screwthecommute.com/532/ More Entrepreneurial Resources for Home Based Business, Lifestyle Business, Passive Income, Professional Speaking and Online Business I discovered a great new headline / subject line / subheading generator that will actually analyze which headlines and subject lines are best for your market. I negotiated a deal with the developer of this revolutionary and inexpensive software. Oh, and it's good on Mac and PC. Go here: http://jvz1.com/c/41743/183906 The Wordpress Ecourse. Learn how to Make World Class Websites for $20 or less. https://screwthecommute.com/wordpressecourse/ Join our Private Facebook Group! One week trial for only a buck and then $37 a month, or save a ton with one payment of $297 for a year. Click the image to see all the details and sign up or go to https://www.greatinternetmarketing.com/screwthecommute/ After you sign up, check your email for instructions on getting in the group.

Today on the show we have Sonciary Pérez , co-founder of Quala.In this episode, Sonciary explains what exactly is Frontline Intelligence, and how Quala helps Customer Success practitioners to be seen as customer intelligence leaders that help drive growth within an organization.We also discussed what you need to look out for when building a Customer Success team from the get-go, why Quala's Product Marketing team strategically comes from Sales and Customer Experience, and finally shares why their highly engaged customers at Promoboxx churned. As usual, I'm excited to hear what you think of this episode, and if you have any feedback, I would love to hear from you. You can email me directly on Andrew@churn.fm. Don't forget to follow us on Twitter.

In this episode, we talk with Dr. Kel Pults, DHA, MSN, RN-BC, Chief Clinical Officer, MediQuant & Letha Stewart, MA, RHIA, PMO Program Lead, MediQuant. Tune in to hear their insights on what can drive data retention decisions, when healthcare organizations should start thinking about data retention and more.This episode is sponsored by MediQuant

About Molly: Molly Kieland is the founder and coach of Fuelhouse Gym in Seattle, Washington. She is a StrongFirst Kettlebell Instructor - Level II, Strength Matters - Level 1 Kettlebell, RKC Instructor, NASM Certified Personal Trainer, and CHEK Institute Holistic Lifestyle Coach. She believes the daily challenges of Fuelhouse workouts and the environment they create remind us that there is always something we can get better at or reach further for. Her mission is to help motivate her fitness family to strive for continual growth in all aspects of their lives, primarily focusing on sleep, nutrition, movement, and mindset habits/routines.  She is thankful, lucky, and blessed to have Fuelhouse as her family and for the opportunity to coach and sweat with them! Her favorite things to talk about are her dog (Po), her husband (Stu), her love for pumpkin brew in October, UW Husky Football, kettlebells, peanut butter, hard rock, hip hop, travel, and everyday nonsense. In this episode, Michael and Molly discussed: Some COVID silver linings Restructuring team meetings and inside organization Creating entrepreneurs inside your business Retention among members “Host” culture Mentioned in the Episode: Unicorn Society Business Coaching Fuelhouse Gym - Seattle

“Why Was Jesus Born When and Where He Was?” By Msgr. Charles Pope Bella – Retention rate of those who come into the church via RCIA? Casey – What is the difference between spirit and soul? DJ – Want to get back into my faith – married 3 times. what is my first step? Patrick […]

Trends in giving and donor retention are an important topic in the fundraising landscape, and at this time of year, it's a good idea to take a look at what's been happening in the fundraising world. Looking closely at giving and donor retention now with help you get a handle on end-of-the-year giving and some clarity about what will be coming in the new year. Listen in to this episode to hear from Erica Wassdorp about current fundraising trends, how online giving has developed in different kinds of organizations, and how to handle benefits for recurring donors.   Topics Discussed in This Episode: Standout trends in the overall fundraising landscape How picking up new donors, even at lower amounts, creates opportunities for recurring giving Where the focus on recurring giving has come from The history of recurring giving in certain kinds of organizations The proliferation of online giving Which groups to start with when it comes to moving to recurring gifting The benefits of recurring giving for donors Why you should keep monthly donation benefits simple Finding a driver for your goal   Resources: Erica Waasdorp Blackbaud Institute Retention Toolkit   Quotes:  “We have to tell them that they can make a difference even when it's with a smaller recurring gift.” “I think the other piece that has really helped with that, of course, is the whole digital, online opportunities.” “The only promise you want to make to your new monthly donor is that they're going to get updates from you.”

We are excited to have our friend Joe share a different perspective on today's episode. Joe is 1 of the owners at City Image Barbershop in New Jersey. They started with one shop and now have 10 barbershop locations in 5 different counties.  Joe shares his insight on building his brand, creating a unique opportunity for barbers ,and how they have a heavy focus on customer service which... we all know great customer service leads to great client retention. From business tips, pre booking, to the shop environment and ambiance, and so much more. This episode is a crossover into the similarities of salon world and the barber world. You do NOT want to miss this episode. Sponsored by Oligo Professionnel   

Today's HousingWire Daily features another episode of the Preparing for What's Next miniseries, sponsored by Black Knight and hosted by Managing Editor of Content Solutions Maleesa Smith. In today's episode, Smith is joined by Julian Grey, executive vice president of Mortgage & Capital Markets Product Management at Black Knight, to conclude the miniseries and discuss what is next across multiple facets of the housing industry. 

The shift in how and where we work has lead to many changes for folks working in employer branding. We find out how one company has used this new employer brand approach to make a difference when it comes to retention. Julie Wolf is the VP and Employer Brand Lead at T. Rowe Price. Julie Wolf on LinkedIn: https://www.linkedin.com/in/julie-wolf-527498143/ T. Rowe Price careers: https://www.troweprice.com/corporate/us/en/careers/career-portal.html Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

In episode #1947, we are going to talk about advanced retention strategies with Patrick Campbell!

Welcome to "Beauty and the Biz", where we talk about the business and marketing side of plastic surgery, and how to fix your follow up. I'm your host, Catherine Maley, author of "Your aesthetic practice - What your patients are saying", and consultant to plastic surgeons to get them more patients and profits. LEARN MORE ➡️ https://bit.ly/3ykNLEa     ⬇️. ⬇️. ⬇️. Fix Your Follow Up You know How frustrating is it to spend a ton of money, staff time and resources on internet marketing for new cosmetic patient leads only to have those very leads come in as prospective patients and leave as prospective patients….STILL. You can no longer afford to waste any more time or money on marketing if you are not converting these leads…. It's too competitive, it's too crowded and it's too expensive NOT to do everything within your control to convert these Internet leads into paid procedures. Here's a typical consultation scenario… Hmmm…. You thought you had a great consultation with your prospective patient, Sara. Sara had a good consultation with you and your staff and she asked lots of questions and you had a good connection…at least you thought you did. But then you find out from your coordinator Sara ended up saying, “I gotta think about it” and walked out the door. Now what? Maybe your staff emails or calls them and then they are dropped in the  “dead leads” file. You move onto the next consultation that you hope converts and the cycle of waste continues… Why Don't Patients Book? Since cosmetic rejuvenation is a very personal as well as emotional decision, there are all sorts of reasons why prospective patients don't book…. Maybe they have other consultations lined up Maybe they don't have a comfortable way to pay for it Maybe they're confused about something you said so now they will research it more before deciding to move forward Or maybe….. They received bad news that morning or They got flack from their family when they told them about meeting with you;  Or a dozen other benign things could have happened that had nothing to do with you. It could have had everything to do with the patient's frame of mind at the time that prevented them from moving forward. The point is people change, their moods change and their circumstances change so you can never assume anything. What Do You Do When You Can't Convert Consultations? Let's say you did everything right and now you are stuck because you don't know how or even if you should follow up for fear of looking as if you are chasing the patient.  Here are 3 strategies to help you follow up professionally and close the procedure: 1 Collapse Time Time is your enemy in the follow up process. The more time that goes by without the prospective patient hearing from you, the more distant you become. The hottest they will ever be is when they are face-to-face with you. Once they leave your practice, you are out of sight – out of mind – unless YOU keep the conversation going. So you want to collapse time by following up quickly, repeatedly and often. That's how you differentiate yourself from your competitors who follow up weeks later (or never). I'm always amazed when I learn a practice sends one standard follow up email days after the consult then wait another 30-60 days. The hot lead is very cold by then so no wonder they are never heard from again. 2 Add a Sense of Urgency to Your Follow Up Since its human nature for prospective patients to put off making a big decision and procrastinate, you want to counter with a sense of urgency to get the patient off the fence. Give them compelling reasons to stop procrastinating. For example: Your schedule is filling up quickly due to the demand for Dr. Smith, SO BOOK NOW OR YOU'LL HAVE TO WAIT.  This works well because most patients hate to wait. Or, If they can have surgery on a Wednesday next month, they get a $500 price reduction on the OR fee Or, If they want it done before [wedding, summer, etc], they need to take into account the recovery time (IE., even though the downtime is less than 7 days, they are still a bit limited in activity like swimming and dancing), so they'll want to get it done before this certain [date]. Or Your prices are going up so you can grandfather them in at the current price as long as they put their deposit down now. And #3 is Follow Up Protocol Just like you follow strict protocol for surgery, develop a protocol to follow each and every time to follow-up on revenue-generating consultations that didn't book….YET. Otherwise, it's too easy to NEVER get around to following up because there are a million other things to do.   Protocol takes the emotion out of it and it becomes what you do automatically…no matter how busy you are. Here is an example of the steps to follow: Immediately text the patient thanking them for their time Mail a thank you note that day. Day 2 – Send email thanking them and include a response to one of their objections. Day 3 - Call them to see if they are now ready to move forward since you addressed their objection. Day 5 - Email them social proof including patient reviews, photos, testimonials of other patients just like them who had the procedure they want so they see others have moved forward and are happy and they will be too. Day 7 – Call with urgency update. For example, they want to look good for an event so they must complete SX by a certain date and you only have 2 slots left. If none of that is working, continue to text or email them to keep in touch with announcements such as a special event or promotion you are having. Then add them to your email list to stay in touch indefinitely so they remember you when they are ready to move forward. You need to customize these to your own practice and use them in your standard protocol so you get comfortable telling the prospective patient WHY they need to make a decision now rather than later.   The most successful cosmetic practices have systems in place to follow up quickly, strategically and consistently. They spent a lot of time, money and effort attracting prospective patients so they do all they can to see it through to a YES. These fix your follow up strategies “pave the way” for your staff to do all they can to confidently convert these valuable consultations. If your staff needs help setting up their own protocol, check out my website `where they can get the “Fix Your Follow Up” module full of strategies, phone scripts and examples of emails and text to get the patient to a yes. Of course, it would be great if you subscribed to Beauty and the Biz so you don't miss any episodes and a review would be much appreciated. Thanks so listening and we'll talk again soon. If you want to talk more about your specific situation, just leave me a message at: https://www.CatherineMaley.com ...Or DM me on Instagram at: https://www.instagram.com/CatherineMaleyMBA

For this week's episode of The Fisheries Podcast, co-host Mirella Leis chats with guest Dr. María Andrée López Gómez about some of the challenges and opportunities to recruitment, training and retention in small-scale fisheries, and the factors that have facilitated or prevented people from entering, staying and thriving as fish harvesters. Main point: The trajectory of fishing work has changed and continues to change through time, affecting recruitment, training and retention in small-scale fisheries. To learn more about María's work and get in touch with her, send an email to malopezgomez@mun.ca or visit ofigovernance@mun.ca.  ___________________________________________________________________________ Get in touch with us! Want to be on the show? Contact co-host Mirella Leis on Twitter @mirellaleis or by email mirellaleis@mun.ca. The Fisheries Podcast is on Twitter, Instagram, and Facebook @FisheriesPod. Support the show Become a Patron of the Fisheries Podcast Buy podcast merch Acknowledgements Thanks as always to Andrew Gialanella for the fantastic music. Disclaimer The Fisheries Podcast is a completely independent podcast, not affiliated with a larger organization or entity. Reference to any specific product or entity does not constitute an endorsement or recommendation by the podcast. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. Views and opinions expressed by the hosts are those of that individual and do not necessarily reflect the view of any entity with with those individuals are affiliated in other capacities (such as employers). 

Photo by Stephen Phillips – Hostreviews.co.uk on Unsplash It's one thing to say that you “Lead with Data” (emphasize air quotes).  It's another thing entirely to build the kind of dashboards and reports that will allow you to do it. In this episode Christy Hollingshead, Senior Director of Customer Education at Heap, guides us into safely into that territory. While many of us lean on metrics like Completion Rates or attempt to use the Kirkpatrick Model to assess the performance (and value) of their content which doesn’t take into account how one’s educational material impacts the business. In B2B Software-as-a-Service (SaaS) businesses we gauge performance through a different kind of vocabulary, using terms such as Adoption, Churn, Retention, which are often new and perhaps alien concepts to those new to the discipline of Customer Education. Focus on these kinds of metrics can and do earn Customer Education and Enablement leaders a seat at the executive table. We think that anybody can easily work with data they have about their program to build helpful Reports and Dashboards or simply gain insights into how customers’ are using educational material to help their businesses

Leadership Alliance was founded in St. Louis nearly 24 years ago and has evolved to support local and global businesses across multiple industries in pre-employment testing, executive assessments, leadership development, and succession planning. Recently, Chapman & Co Leadership Institute Founding Partner, Matt Whiat, sat down with Leadership Alliance Partners, Karen Weller and David Weller to talk about a number of pressing issues in recruiting, engagement and retention in today's world, including The Great Resignation, building culture over Zoom, remote work polices, how to approach interviews, and they also talk about the way they help companies find, develop and retain talent for the benefit of all involved.

Today on the show we have Kevan Lee, Head of Marketing at Oyster HR.In this episode, we talked about Kevin's experience with churn and retention at Buffer, Polly, and Oyster HR, and how the main reasons for churn differed at each company due to their business models and customer segments, and we then discussed the role marketing played in each case to reduce churn.As usual, I'm excited to hear what you think of this episode, and if you have any feedback, I would love to hear from you. You can email me directly on Andrew@churn.fm. Don't forget to follow us on Twitter.

Your nonprofit organization may struggle with keeping ongoing donors and in the everlasting search of new donors. Sound familiar? This is called donor churn. Most nonprofits churn 55% of donors annually! Holy Smokes! The thing is, it can cost 50-100% more to get new donors compared to the donations they will give. Yikes! Enter Bonjoro! "Bonjoro is building the world's first Customer Delight platform to help great teams build real relationships with their customers at scale." Simply put, Bonjoro is an amazing platform where your nonprofit can easily connect with donors via video. I use Bonjoro and I love it. It's been a great way that I have been able to send videos to customers and create a personalized relationship with them. In fact, an epiphany came to me one day where I thought... "OMGEE...This would be excellent for nonprofits to build donor relationships!" Clearly I am not the only one who thought this! When I reached out to Bonjoro to have a chat, they pointed me to their amazing nonprofit platform where they do this! Just imagine as soon as a first-time donor gives a donation you get a notification on your phone. ✨ You take a super quick video to thank them by name. ✨ With a tap of the finger the video would be emailed over to them. ✨ All in all, you might have spent two minutes to run a quick thank you video. But the power of that video is HUGE! No downloading the video to upload somewhere else, to only get rejected by their email because the file is too large. Everything is streamlined. There are definitely other ways that your nonprofit can use Bonjoro to boost donor retention. What Matt Barnett and I discuss to Boost Donor Retention ✨How nonprofit organizations can use Bonjoro for fundraising campaigns ✨How nonprofit organizations can utilize video for monthly giving ✨What Bonjoro is and how to use it ✨Why Matt Barnett created Bonjoro ✨Why building relationships is vital for nonprofits ✨The culture at Bonjoro (and the story behind the bears) ✨Bonjoro's 1% pledge and why that inspired me ✨How to work with virtual teams (I know. Seems random, but so GOOD!) ✨How your nonprofit can apply to be considered for a Bonjoro pledge Check out the full episode and where to find Bonjoro: https://grantwritingandfunding.com/199 ✨

Final thoughts on Dan Lanning's opening press conference from Monday, and how the positive takeaways from his remarks are already playing out within the Ducks Football program. He showed a bit of nervous energy, but not in a way that should make Duck fans worry--in fact, just the opposite. Dan Lanning's contract with UO is finally announced, and it's a 6-year deal for $29.1m + incentives. What does this deal mean for the potential to build a quality staff? Plus, how Lanning has already made strides in that regard with his first official (re)hire of Don Johnson. Support Us By Supporting Our Sponsors! Built Bar Built Bar is a protein bar that tastes like a candy bar. Go to builtbar.com and use promo code “LOCKED15,” and you'll get 15% off your next order. BetOnline AG There is only 1 place that has you covered and 1 place we trust. Betonline.ag! Sign up today for a free account at betonline.ag and use that promocode: LOCKEDON for your 50% welcome bonus. PrizePicks Don't hesitate, check out PrizePicks.com and use promo code: “LOCKEDON” or go to your app store and download the app today. PrizePicks is daily fantasy made easy! NetSuite Over twenty-seven thousand businesses already use NetSuite and RIGHT NOW through the end of the year NetSuite is offering a one-of-a-kind financing program to those ready to upgrade at NetSuite.com/LOCKEDONNCAA. Omaha Steaks The holidays are around the corner and finding the perfect gift is tricky. Omaha Steaks makes it easy to send friends and family an unforgettable gift guaranteed to be loved. Go to Omaha Steaks dot com and enter “College” into the search bar to order The Perfect Gift Package. Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this episode of THE REAL HOPECAST, we are featuring the EMPLOYEE ASSISTANCE PROGRAM (aka EAP) in our program spotlight. We welcome regional EAP managers Alicia McGee, and our very own Troy Hilpp as we discuss how employers can step up and be a catalyst of healing and hope, implementing the tools available to them through the programs at Isaiah House Treatment Center. Through our EAP program, we can work together to provide treatment for that employee still struggling with substance abuse.Please like and share the podcast through our social media platforms @RealHopeCast. Also please leave a review of the podcast on your favorite podcast platform.

This episode of Two-Brain Radio is short but powerful—just like the tactics it's about.Tune in and learn how to make more money and improve retention with 12 simple text messages.Links:FOMO Alert: Three Minutes for Marketing (and Retention)"Building $86,000 Monthly Revenue Through Retention (and Sales)" with John HeringerHow to Fix the Weak Links in Your Marketing ChainTwo-Brain ProgrammingIncite TaxGym Owners UnitedTimeline:1:32 – You're gonna want to hit “pause.”4:13 – Why it's more important to be clear than unique. 5:53 – The three-minute drill to make more money. 7:05 – Why it works.